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1. How To Become
An HR Profit Centre
by: DAVE CRANE

2. Wouldn't it be nice to feel more than a school
teacher at every management meeting?
How would you like to be able to use more than a
'happiness index' to illustrate the effectiveness of
HR?
The simple answer is the human capital game is
changing more than it has in years.
The HR department is key to make or break any
company as it copes with new rules, demands and
personality types.
In short, hiring, firing and satisfying will be the
most important difference between profitability and
bankruptcy.
In the new employee paradigm, there is already thin
line between ecommerce and online businessHire DAVE CRANE - www.davecraneglobal.com

3. The drive to reinvent your company structure along
the new smart lines of an Uber/Amazon/Netflix
business model is sending CEO’s crazy with
indecision about how to restructure their
departments, redistribute the budgets and survive.
Let me explain…
Uber is no longer satisfied with owning the global
taxi industry by creating C to C drivers, they are
currently expanding into food and travel (and
more). This will (I imagine) result in cheaper dining
and front door to ski resort (and back) holidays.
Amazon already owns the words ‘online shopping’
and is currently controlling about 50% of the US
market. By managing to bypass bricks and mortar
retail and taking everything online first they are
creating the ultimate convenient one-stopHire DAVE CRANE - www.davecraneglobal.com

4. Netflix has already revolutionized terrestrial
television by giving you what you want on demand.
Hard to imagine a time when a television executive
would program a night’s entertainment and the
entire nation would just sit down and watch that
selection from start to finish.
But once upon a time, we did.
So what’s coming over the horizon for you in your
business?
AND, what’s it all got to do with your HR
department?
Well 10 things to be precise.
Hire DAVE CRANE - www.davecraneglobal.com

5. You will suddenly be faced with implementing the
following new elements…
1) Populating each project ONLY with young and
willing geniuses.
2) Putting out to pasture (EG terminating) the
contracts of anyone who doesn’t fit into your
newest world order.
That’s usually at personal of C-level grade and/or
over 50 years old.
It’s a rapidly evolving and vastly different
marketplace. Today’s business minds need to be
able to understand the demands of the future
economy. They need to be fast and furious and
willing to do whatever it takes to win the business.
3) Understanding how Millennials think and
employing ‘out of the box’ thinkers for radical
Hire DAVE CRANE - www.davecraneglobal.com

6. 4) Hiring staff that appreciate how customers will
choose experience over tangible objects so they
need to sell ‘Wow’ (not just reliable) in a box.
5) Changing your own rule book and appreciating
that new hires view ‘working to live’ is more
important that ‘living to work’ like our parents did.
6) Advertising for staff who need to be able to
invest their heart, soul and future into a brand with
the knowledge that it’s not a career for life
anymore. You will offer a project-by-project
occupation, which could be stopped at any time
when either the employer, the employee or the
industry direction pulls the plug.
7) Throwing out the old list of company values like
brand loyalty, listening to the manager and solid
work ethic.
Hire DAVE CRANE - www.davecraneglobal.com

7. Your new hires must now dictate the company
values if you want them to have any relationship to
them.
8) Holding your fellow managers to task on their
‘employee delivery promises’. It’s going to be about
what the company can do for me and why am I
feeling so under appreciated from now on?
9) Outsourcing tasks to now former managers. The
old guard can still be kept on retainer for heavy
lifting projects and utilizing their contacts lists and
experience in decision-making, facilitating buyouts,
setting up partnerships and attracting potential
sponsors.
By the way, this WILL save on expenditure and
pension payouts but ALSO risks them joining the
competition too.
10) Being prepared to ‘chop’ anyone and everyoneHire DAVE CRANE - www.davecraneglobal.com

8. Hire DAVE CRANE - www.davecraneglobal.com
So let’s get this right…
Your job just became the most important revenue
generator in the company.
Congratulations.
 The old workforce needs motivation to leave.
 The new workforce needs motivation to join.
 The upper management needs motivation to hand over
responsibility to you.
 You need motivation to deal with all the above.
Time to call a top motivational speaker…
I can help…